512 Solutions - management training denverhttp://www.512solutions.com/Blog/tag/management-training-denver
enMaking Recognition Work for You: Part 1http://www.512solutions.com/Blog/uncategorized/making-recognition-work-for-you-part-1
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>Recognition in the workplace is a critical element toward creating a cohesive team. So, the next several posts will deal with the topic.</p>
<p>In this post we'll start with the business case - the "why" - for recognition.</p>
<p>At the end of a recent leadership development program in Denver, Colorado, my head was down as I was packing up my laptop and materials. As I looked up, one of the workshop participants was approaching. He was one of the mid-level leaders in the organization. Strong, persuasive, and confident. He asked, "Sal, why do I have to give people recognition for doing their job?"</p>
<p>That's a great question. And, it something many new and tenured managers often wrestle with.</p>
<p>My response was that recognition alone isn't enough. But when you do all of the foundational things that leaders are supposed to do - like establishing performance expectations, providing performance feedback, creating an environment of open communication and trust, and working with people at an individual level - then recognition becomes THE element that will build the engagement and commitment you need from your people that nothing else will.</p>
<p>A similar concept is supported by Gostick and Elton in their book <em>The Carrot Principle</em>. In the HealthStream Research study of 200,000 people that they used as a basis for their book, they confirmed that when the Basic Four are in place - Goal Setting, Communication, Trust, and Accountability - recognition becomes an accelerator and management effectiveness in each characteristic soars.</p>
<p>According to <em>How Full is Your Bucket</em>, the number one reason people leave their jobs is because they don't feel appreciated. In fact, they say that 65% of Americans received no recognition in the workplace last year. And, even worse, that bad bosses could increase the risk of stroke by 33%.</p>
<p>Recognition is important, and leaders should know that it can be a powerful tool in motivating and retaining your best people, increasing productivity, enhancing customer loyalty, and improving safety recocords.</p>
<p>The bottom line is that people want to feel like and know that there contributions matter. When people know their contributions matter, they feel part of the organization; they feel like they are working toward common goals; they become commited.</p>
<p>On the other hand, when people don't feel like their contributions matter - and this typically happens when their contributions go unnoticed - they become compliant. They do what they have to do to get by - and that's it.</p>
<p>What type of team, organization, or culture do you want to build? One that is full of team members who<br />
are committed? Or one with team members who are compliant?</p>
<p>Recognition matters.</p>
<p>Stay tuned for <a href="/node/3576" target="_self">Part 2</a> where we'll debunk some of the myths around recognition.</p>
</div></div></div><div class="field-label">Tags:&nbsp;</div><a href="/Blog/tag/leadership-development-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership development boulder</a>, <a href="/Blog/tag/leadership-development-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership development denver</a>, <a href="/Blog/tag/management-training-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training boulder</a>, <a href="/Blog/tag/management-training-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training colorado</a>, <a href="/Blog/tag/management-training-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training denver</a>, <a href="/Blog/tag/team-building-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building boulder</a>, <a href="/Blog/tag/team-building-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building colorado</a>, <a href="/Blog/tag/team-building-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building denver</a><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/uncategorized" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Uncategorized</a></div></div></div>Wed, 27 Apr 2011 08:02:47 +0000Sal Silvester3575 at http://www.512solutions.comhttp://www.512solutions.com/Blog/uncategorized/making-recognition-work-for-you-part-1#commentsLaser Focused: 3 Keys to Getting Senior Leadership Teams Aligned for 2011http://www.512solutions.com/Blog/webinar-and-training-announcements/laser-focused-3-keys-to-getting-senior-leadership-teams-aligned-for-2011-2
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>I am excited about our upcoming webinar <strong>Laser Focused: 3 Keys to Getting Senior Leadership Teams Aligned for 2011. </strong></p>
<p><strong>When</strong>: December 9, 2010; 12:00 - 12:47 mountain time</p>
<p><strong>This webinar is meant to be a practical program for senior leadership teams, giving them tools to increase team effectiveness.</strong> What I have found throughout my experience over the past 17 years working with senior leadership teams is that they deal with some unique challenges that often limit their productivity and cohesion.</p>
<ul><li><strong>Most senior leaders are rewarded based on the functional units they lead but also asked to participate in a team environment with other senior leaders.</strong> This often leads to competition instead of collaboration.</li>
</ul><ul><li><strong>Day-to-day pressing matters often get in the way</strong> of being focused on important and strategic issues.</li>
</ul><ul><li><strong>Both challenges can result in communication breakdowns</strong>, silos between departments, and a lack of trust.</li>
</ul><p><strong>Instead of being able to rapidly respond to new opportunities, unnecessary conflict, stress, and ambiguity of roles emerge. </strong></p>
<p><strong>It doesn’t have to be this way</strong>. This is the perfect time to get your senior leadership teams aligned and prepared for 2011.</p>
<p><a href="http://www.512solutions.com/services/LeadershipTeamAlignment.php" target="_blank">Learn more about this complimentary 47-minute webinar</a>.</p>
</div></div></div><div class="field-label">Tags:&nbsp;</div><a href="/Blog/tag/management-training-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training colorado</a>, <a href="/Blog/tag/management-training-colorado-springs" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training colorado springs</a>, <a href="/Blog/tag/management-training-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training denver</a>, <a href="/Blog/tag/management-training-fort-collins" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training fort collins</a>, <a href="/Blog/tag/management-training-loveland" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training loveland</a><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/webinar-and-training-announcements" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Webinar and Training Announcements</a></div></div></div>Fri, 03 Dec 2010 06:02:13 +0000Sal Silvester3553 at http://www.512solutions.comhttp://www.512solutions.com/Blog/webinar-and-training-announcements/laser-focused-3-keys-to-getting-senior-leadership-teams-aligned-for-2011-2#commentsThe Same Old Boring All-staff Meetingshttp://www.512solutions.com/Blog/leadership/the-same-old-boring-monthly-all-staff-meetings
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>You know what I am talking about.</p>
<p>All-staff meetings, Town Halls, Team Forums. They have many different names, and their original intent was good.</p>
<p>But, here's where they go wrong...</p>
<p>The CEO or senior leader stands in front of the group, tries to break the ice through a method in which no one responds, goes on to give an update on the business, then asks the question, "do you have any questions?"</p>
<p>And no one responds.</p>
<p>Thirty minutes of diatribe from the leader. Thirty minutes of silence from the audience.</p>
<p>What was originally meant to open the lines of communication has turned into an information dump followed by exacerbated rumors and questions in the hallway afterwards. Instead of being a positive experience, people "feel like" they don't have a voice and the experience breeds resentment.</p>
<p>It doesn't have to be this way.</p>
<p>Here are some ideas to make your next All-staff meeting more interesting, interactive and engaging.</p>
<ul><li>Ask team members to submit questions prior to the meeting. This engages participants, tells you exactly what they want to hear about, and increases the level of participation and ownership people have in the meetings.</li>
<li>Remove physical barriers typically found in conference rooms and cafeterias. Put chairs in a u-shape formation, remove tables, have people stand or sit on the floors. Take away the physical barriers that are an obstacle to open communication.</li>
<li>Communicate what you know and don't know. Most of the pain people experience from change has more to do with the stories they tell themselves than about the change itself. Communicating what you know and don’t know often alleviates the fear around change.</li>
<li>Invite team members to do short presentations on various personal and professional topics. Give center stage to people who are not in supervisory positions. Again, this elevates engagement, and it gives you an opportunity to see up-and-comers in action.</li>
<li>Follow-up with action items and ask for additional input to ensure you captured what you thought you heard people say. At the start of the next All-staff, review the status of the action items from the previous month’s meeting to demonstrate your commitment to your people.</li>
<li>And finally, stop trying to be the invulnerable leader. You might think that's what people expect of you. But, they really want humility, empathy, and someone who's real.</li>
</ul><p>Got other good ideas on how to take the "boring" out of your All-staff meetings? Share them here.</p>
</div></div></div><div class="field-label">Tags:&nbsp;</div><a href="/Blog/tag/communication-employees" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">communication with employees</a>, <a href="/Blog/tag/corporate-training-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">corporate training boulder</a>, <a href="/Blog/tag/corporate-training-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">corporate training colorado</a>, <a href="/Blog/tag/corporate-training-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">corporate training denver</a>, <a href="/Blog/tag/management-training-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training boulder</a>, <a href="/Blog/tag/management-training-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training colorado</a>, <a href="/Blog/tag/management-training-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training denver</a>, <a href="/Blog/tag/running-successfull-all-staff-meetings" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">running successfull all-staff meetings</a>, <a href="/Blog/tag/sal-silvester" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">sal silvester</a>, <a href="/Blog/tag/team-building-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building colorado</a>, <a href="/Blog/tag/team-building-training-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building training boulder</a><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/leadership" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Leadership</a></div><div class="field-item odd"><a href="/Blog/category/sals-perspective" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Sal&#039;s Perspective</a></div></div></div>Tue, 30 Nov 2010 17:36:43 +0000Sal Silvester3551 at http://www.512solutions.comhttp://www.512solutions.com/Blog/leadership/the-same-old-boring-monthly-all-staff-meetings#commentsAlign Your Team in 2011 - Part 1http://www.512solutions.com/Blog/uncategorized/align-your-team-in-2011-part-1
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p><strong><em>This is strange</em>, Angela thought. Ben had never requested to meet with her alone. </strong></p>
<p>She grabbed her notebook, went to the kitchen for a quick cup of tea and then into her meeting with Ben. It was slightly past 9:30am, as was customary. But, as unusual as it was, Ben was already sitting at the conference table. Angela noticed a piece of paper lying in front of him. <em>Hmmm, Ben’s not usually<br />
this formal.</em></p>
<p><strong>Ben got straight to the point, telling Angela about his concerns with her work.</strong> “This document outlines the things I just mentioned. Take a minute to read it. Sign the bottom of the sheet. This is a warning, Angela,” Ben finished.</p>
<p><strong>“Ben, I don’t understand. </strong>This is the first time I have heard about this stuff.”</p>
<p>“Listen, I have corrected you five of the last six times you have come to me. I expect you to catch on.”</p>
<p><strong>“But I don’t agree with these allegations.</strong> Can I take this back to my desk and read through it more carefully?”</p>
<p>“No, you’ll have to sign this incident report now,” Ben responded. “I also want you to sign a new job description.” Ben pulled out another piece of paper.</p>
<p><strong>“Am I losing my job?”</strong></p>
<p>“No.”</p>
<p><strong>“Well, if you are going to do this</strong>, can we agree to check in a month from now?”</p>
<p>“Obviously there is some confusion. Read your job description, if you need some clarification let me know. Fine, we can meet in a month. But, just do your job and you’ll be ok.”</p>
<p><strong>For many this is an all-too-familiar story</strong>... and one that results in a complete lack of commitment from team members.</p>
<p><strong>As you begin preparing for 2011, one of your most important roles as a leader is to ensure your team is aligned. </strong>This means getting people to work on the right things.</p>
<p><strong>People-First Leaders™ generate commitment by doing the following to get their teams aligned. </strong></p>
<p>1. Creating and communicating a vision for the team.<br />
2. Establishing SMART goals for their team.<br />
3. Helping team members develop individual performance goals.<br />
4. Providing positive and constructive feedback consistently throughout the year.<br />
5. Clarifying roles and responsibilities.</p>
<p>I have already talked about <a href="/node/3543" target="_blank">creating a communicating a vision for the team in a previous blog post</a>, so in this article we'll focus on other components of creating alignment.</p>
<p><strong>Establishing SMART Goals for the Team</strong></p>
<p>Having a vision and implementing it are two different things. One of your most exciting challenges will be to bring that vision to life.</p>
<p><strong>To make your vision real, you will need to establish goals for the overall team that are based on departmental goals and/or organizational goals. </strong>In establishing goals, you’ll help align the team as a whole, focus your decision making, and manage your priorities.</p>
<p><strong>Each of your team goals should be written as one sentence statements using the SMART format.</strong> That is, they are <strong>S</strong>pecific, <strong>M</strong>easurable, <strong>A</strong>ctionable, <strong>R</strong>ealistic, and <strong>T</strong>ime-oriented. It is often helpful to break those goals down into more detailed action plans to reduce complexity and create achievable milestones. Additionally, the goals should be posted in a central location to create transparency, open communication, and accountability.</p>
<p><strong>Helping Team Members Develop Individual Performance Goals</strong></p>
<p><strong>After team goals have been established, link your vision for the team with team members’ personal aspirations by asking each of them to create individual performance goals.</strong> The fact of the matter is that team members want to know what is expected of them. They want to know what they need to do to be effective and what needs to be done to propel them to the next level.</p>
<p><strong>Similar to team goals, each individual performance goal should follow the SMART format</strong>. It is important that they are established in a collaborative manner where the team member is actively part of the goal setting process. After goals have been agreed to, ask your team member to create an action plan for<br />
each goal, breaking each down into more manageable components with key action items and target completion dates.</p>
<p><strong>In many organizations, strategic goals and objectives at the enterprise level are not clear.</strong> If you are a new leader, it can be nearly impossible to influence upper management to clarify higher-level goals. Do your best to establish team goals, keep them visible, align individual performance goals with your team goals, and be prepared to make changes along the way as organizational priorities change.</p>
<p><strong>Key components to building your team are having clear team goals and individual performance goals. Stay tuned for Part 2 of this article where we'll explore the "glue" that keeps the team aligned throughout the year. </strong></p>
</div></div></div><div class="field-label">Tags:&nbsp;</div><a href="/Blog/tag/leadership-development-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership development boulder</a>, <a href="/Blog/tag/leadership-training-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership training boulder</a>, <a href="/Blog/tag/leadership-training-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership training colorado</a>, <a href="/Blog/tag/leadership-training-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership training denver</a>, <a href="/Blog/tag/management-training-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training boulder</a>, <a href="/Blog/tag/management-training-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training colorado</a>, <a href="/Blog/tag/management-training-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training denver</a>, <a href="/Blog/tag/team-building-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building boulder</a>, <a href="/Blog/tag/team-building-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building colorado</a>, <a href="/Blog/tag/team-building-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building denver</a><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/uncategorized" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Uncategorized</a></div></div></div>Thu, 18 Nov 2010 06:00:00 +0000Sal Silvester3547 at http://www.512solutions.comhttp://www.512solutions.com/Blog/uncategorized/align-your-team-in-2011-part-1#commentsLead with questions, not answershttp://www.512solutions.com/Blog/leadership/lead-with-questions-not-answers
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>"Leading from good to great does not mean coming up with the answers and then motivating everyone to follow your messianic vision. It means having the humility to grasp the fact that you do not yet understand enough to have the answers and then to ask the questions that will lead to the best possible insights."</p>
<p>- Jim Collins, Good to Great</p>
</div></div></div><div class="field-label">Tags:&nbsp;</div><a href="/Blog/tag/leadership-training-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership training denver</a>, <a href="/Blog/tag/management-training-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">management training denver</a>, <a href="/Blog/tag/team-building-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building boulder</a>, <a href="/Blog/tag/team-building-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building colorado</a>, <a href="/Blog/tag/team-building-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building denver</a><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/leadership" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Leadership</a></div><div class="field-item odd"><a href="/Blog/category/team-building" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Team Building</a></div></div></div>Tue, 16 Nov 2010 13:38:30 +0000Sal Silvester3548 at http://www.512solutions.comhttp://www.512solutions.com/Blog/leadership/lead-with-questions-not-answers#comments